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Case Study

Succession Planning

Business need

Our client is one of the largest ICT companies in Southern Africa. They needed to build a succession pipeline and manage the long-term developmental needs of talent in their organisation to align with future strategic goals. The main objectives:

  • Ensure leadership continuity in key positions by identifying talent pools via a scientific approach (psychometric assessments).
  • Retain and develop intellectual and knowledge capital for the future, and encourage individual advancement.
  • Establish succession planning practices.
  • Creating an environment where future leaders can grow and flourish.
  • Maintaining an awareness by the leadership of the importance of identifying future leaders.


  • Our team developed and implemented a formal succession planning policy and process.
  • This included the identification of critical roles and incumbents within the business.
  • The online solution resulted in the ability to:
    • determine potential successors and development needs through psychometric assessments (personality, values, working styles, ability, leadership).
    • categorise and plot potential successors on the 9-box matrix to determine potential gaps.
    •  determine future job-person match with individual inhibitors.
  • The solution enabled them to formalise individual development plans.
  • Furthermore, to link development needs with skills and training academy.
  • The solution enabled them to formalize individual development plans and link development needs with skills and training academy.
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  • Insight to enable strategic talent management – manage talent risks through well-informed recruitment, development, and transition decisions based on talent pipeline insights.
  • Enable insightful management conversations due to insight into individuals’ strengths, development areas, future potential, and career aspirations.
  • Alignment of strategic goals and human resources to enable ‘right people in the right place at the right time’ to achieve desired business results.
  • Facilitate individuals to align and realise their career plans and aspirations.
  • Target specific training and development linked to the internal training academy to ensure a sustainable business for the future (transformation target to be met in the next three years).
  • Establish and develop pools of candidates ready to fill critical positions in the short-term and long-term.
  • Create leadership awareness of the importance of identifying future leaders.
  • They are more future-ready after implementing the succession planning process.
  • Talent within the Organisation is empowered to take ownership of their career journey.